Interview
Preparation
 
Guide
 
 
 
 
 
 
 
 
 
 
 
 
The Cromwell Group, Inc.
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(888) 233-0323
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TABLE OF CONTENTS
 
 
 
 
Planning for the Interview 3  
   
The Telephone Interview 4  
   
The Face to Face Interview 5  
   
Interview Strategy 6  
   
Interview Tips 7  
   
Possible Areas of Discussion/Questions 8  
   
How to Handle Tough Questions 9  
   
Questions to Bring 13  
   
Interview Follow-Up 15  
   
Reasons for Rejection 16  
   
Pre-Employment Physical Exams 17  
   
Reasons for not Accepting a Counter Offer 18  

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PLANNING FOR THE INTERVIEW

 
 
 
1. Research the company – gather information from annual reports, web sites, and the
recruiter.
 
2. Be prepared to tell the interviewer why the company is attractive to you.
 
3. Evaluate yourself in terms of the position you seek.
 
4. Formulate responses by asking the question, Why should they hire me?
 
5. Review your resume thoroughly and be prepared to discuss all points. Have a folder
and a pen to jot down notes. For the telephone interview, you should have at least 3-4
good questions; for the face to face interview, have 12 questions prepared to ask each
interviewer (three questions should be the same in order to later compare interviewer
responses, the remainder of the questions should be interviewer-specific).
 
6. For the face- to- f ace meeting, plan to arrive at least five, but no more than fifteen,
minutes early.
 
7. Review your notes and go in with CONFIDENCE.

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Telephone Interviews
Increasingly we are seeing more telephone interviews as the first step in the interviewing process.
Telephone interviews pose other challenges that one must be aware of. At the same time, there are some
advantages to the first step being a telephone discussion. Some excellent tips for the telephone interview
are the following:
 
Have a copy of your resume and notes in front of you. One of the advantages of the telephone
interview is you can have more notes available to you.
 

Your notes should include background information, job history with including dates, and key
accomplishments.
 

Stand up; your voice will project better and you will feel more at ease.
 

Consider the key requirements for the job being interviewed for; and make notes where your
experience and accomplishments match up with positions you’ve held in the past.
 

Do not use a cell phone, if at all possible. Nothing is worse than a poor connection or dropped
calls. If you are forced to use a cell phone, remain stationary.
 

Focus on the interview. Turn off the email program so you aren’t tempted to look at incoming
emails; make sure noise coming from kids and dogs are out of hearing range of the phone.
 

Really listen to the conversation… is there balance in who is talking and who is listening?
 

Be sure to avoid interrupting the other person. Make sure the other person has stopped talking
before you engage.
 

As in the case of a face to face interview, have some questions ready. In a telephone interview,
you may not have ample opportunity for many questions so make sure the questions you do
have are important; make sure they clearly show you’ve done some homework for the interview.
 

Before the interview ends, ask the closing question, is there anything from our conversation
today that would keep me from moving to the next step? It’s important to you clearly flush out
any concerns about your background and experiences. The time to clear any misconceptions is
now; if not, you may not have another opportunity.
 

If you are interested in this opportunity, make sure they are aware of your desire to move
forward. Ask When can we meet again?
 

Do not try to dominate the conversation. More hiring authorities don’t pursue candidates when
the candidate attempts to completely sell themselves in this first discussion. The goal of the
telephone interview should be only to get a live face to face meeting. Thus, it is important to
answer the questions as succinctly as possible and to verify with the interviewer that you
answered the question completely and to their satisfaction.
 

See suggested questions on page 13 for inclusion in the telephone interview.

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THE FACE TO FACE MEETING

 The same rules apply in planning for the face to face meeting as discussed previously for the
telephone interview.
 Plan to arrive at least five minutes early, but no earlier than fifteen minutes
 Once again, review your notes from the last interview.
 

PROPER ATTIRE AND APPEARANCE

Employers reject improperly dressed candidates. Many employers have an unwritten dress code and like
to hire properly dressed candidates. Forget your own personal preference; dress according to the
impression you want to create – dress for your boss’ job. Your attire /appearance WON’T get you the
job, but it CAN remove you from contention.
 
APPLIES TO ALL CANDIDATES:
 
 Attire: For women, wear a suit or tailored dress – basic colors (navy, black, tan…). Men should
wear a conservative dark suit unless you know for a fact that the setting is more casual.
 
If wearing a suit, select a white freshly laundered shirt; conservative tie with contrasting colors.
Socks – black or blue, over the calf. If the company is business casual, error on the side of
conservatism. If you are invited for a return interview, that is the time to adopt the company
dress mode.
 
 Fragrances: For females and males, go light on the perfume andcologne - scents can be
offensive and some people are allergic to these products.
 
 Jewelry – limited & subtle. If you have a nervous habit of looking at your watch, don’t wear it.
 
 Hair: Neat & Clean; for men, facial hair should be neatly trimmed
 
 Nails: Clean – conservative; for females, little or no nail polish
 
 Shoes – For women, closed toe, no casual shoes for women; for men suggest highly polished
black or cordovan.
 
 Maintain good posture & eye contact

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INTERVIEW STRATEGY
Your objective is to obtain a job offer by outshining the competition. You’ve already done it with
your work history, now you need to do it with your appearance and interviewing strategy.
 
I. HELPFUL POINTERS
 
Shake hands firmly while establishing direct eye contact
Be gracious and enthusiastic in your greeting
Offer interviewer a copy of your resumé
Always look at the interviewer – maintain eye contact
Maintain high energy level, sit up, back straight
No drinks – don’t take a chance on spilling
Avoid nervous habits – showing anxiety through your legs, feet, and hands
ACTIVELY LISTEN to questions

Never…..
talk while your interviewer is reading
interrupt the interviewer
be negative about anything
bring up the subject of money
chew gum
take mobile phones or pagers into the interview
Be prepared for a group interview
 
 
 
ADDITIONAL TIPS: Be yourself.
 
Poise, confidence and self-respect are of great importance. Conduct yourself with confidence and
determination - don’t play coy. Sell yourself. This is your first meeting and the position, as well as future
promotions, may depend on your presentation. Are you going to sell your prospective employer on the
idea of hiring you, or will the interviewer sell you on the idea that this job is not for you? You must
present a positive attitude to the prospective employer. You must not appear to be disinterested or
appear to be job shopping.

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INTERVIEW TIPS
 In order to have a successful interview, you must find out what people want and then show them
how to get it. Uncover the employer’s wants, needs, desires, goals, and priorities. You do that by
asking questions.
 
 Listen well to the interviewer. Be attentive – show him/her that you understand the needs of the
firm. There is an old saying that the reason we have two ears and only one mouth is that we
should be listening twice as much as talking. You will learn a lot more about the position if you
ask good questions and listen well. More people than you can imagine have lost opportunities to
move forward in the hiring process because they did all the talking.
 
 Establish rapport. Switch the situation from you against me to you and me against
the problem.
 
 Be yourself - let your natural strengths come through.
 
 Be truthful. If you don’t know how to answer a question, say so – ask for clarifications if
necessary.
 
 Demonstrate integrity – never reveal confidential information about your previous employers.
 
 Never be negative about anything - including former bosses, companies, or employees.
 
 Never get into an argument with the interviewer.
 
 Always show loyalty to former employers.
 
 Be on your toes at all times and with every person you meet: secretary, company
employees you pass in the hallway, etc. If invited to lunch or dinner, remember that’s part of the
interview as well. Remember – job interview behavior is different from normal work behavior,
just as interview dress is different from normal job dress.
 
 If you wish, take notes – but ask first.
 
 Finally, don’t ask the employer about salary until you’re offered the position. To get into a salary
discussion too early will handicap your negotiating ability. Be sure the employer wants to hire you
first, then you will negotiate from strength. If the interviewer brings up the issue of salary, deflect
the discussion by indicating you are interested in compensation but feel this is an area that is best
left until both parties understand the complete situation. However, it is permissible to reveal your
current salary (or most recent) when asked; but in the same conversation indicate that you are
more interested in the opportunity and growth and salary is something you are sure will be
negotiated to the satisfaction of both parties.

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POSSIBLE AREAS OF DISCUSSION/QUESTIONS
I. PROOF OF COMPETENCE:
 
 One of the best techniques we’ve seen candidates use is to take a Proof of Performance
document to the interview. This document will highlight your accomplishments, testimonial
letters from past managers, success stories, and similar points of evidence.
 
 If you don’t have a Proof of Performance manual, be ready to provide mini stories about your
good performances; state the problem or challenge that you faced, how you handled it, and
emphasize the end results that were achieved.
 
II. WHY DO YOU WANT TO WORK FOR MY COMPANY?
 
 This should be your easiest and favorite question to answer. In fact, if he/she does not ask it,
volunteer the information anyway. Because you have done your research on this company,
you know exactly why you want to work there. All you need to do is organize your reasons
into several hard-hitting sentences. Using facts, not puffery, tell the interviewer why his/her
company is your number-one choice.
 
III. WHAT ARE YOUR GREATEST ACCOMPLISHMENTS?
 
 Be ready to deliver one or two short hero stories that demonstrate some capability that will
make you attractive to your new employer. Include situations involving problems or
challenges and how you were able to solve or overcome them. Describe the results you
achieved.
 
IV. HOW DO YOU MANAGE YOUR TIME?
 
 Be ready to explain how you manage your time between multiple work projects, community
activities, family, etc….PRESENT YOURSELF AS A WELL-ROUNDED PERSON!
Your answer gives you dimension – name some hobbies.
 
V. WHEN ASKED (AND YOU WILL BE ASKED ) “DO YOU HAVE ANY QUESTIONS?”
ANSWER, “ABSOLUTELY!”
 
 A job hunter who tells the interviewer that he/she has no questions is making a classic error
that often results in losing the job offer altogether. No questions indicates a lack of interest in
the company or the job.
 
 The questions you must ask will enhance your candidacy. An interviewer will be impressed
by serious, probing, carefully thought-out questions. Good questions may indicate that you
are ready for a position of much greater responsibility.

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HOW TO ANSWER TOUGH INTERVIEW

QUESTIONS
1. Question: I’ve read through your resume and we had a nice discussion over the
phone last week, but why don’t you tell me a little bit more about your qualifications. The
question could also come in the form of tell me about yourself
 
Possible Answer: A great technique is to give a one minute summary of your strongest
qualifications and then, without pausing, immediately continue by saying, I have a number
of accomplishments that I’d like to tell you about. So that I can make my answers relevant
to your areas of greatest interest, may I ask a question or two about the position? This
technique answers the question but very quickly allows you to ask some questions which will
draw out their greatest need, want, goal, or problem. By drawing this out early in the
conversation, you’ll be in a better position to mold your responses to what the company is
really looking for.
 
No matter which question the interviewer asks you at the beginning of the interview, you
should always give a brief answer and get back to this strategy of uncovering his/her
greatest need or want.
 
Two questions to consider would be, What would your highest expectations be for the
person who fills this job? or, What would the highest priorities be for the person who
fills
this position?
 
Once the interviewer begins to talk about his/her wants and needs, keep the dialogue going
with further probing questions, such as, That’s interesting, why is that the case? or, How
would you like to see this situation remedied? or, What would the person in this
position have to achieve to be considered a great success?
 
When you have gained the critically essential information of what the interviewer is looking
for, you have everything you need to make a masterful presentation – one that matches the
interviewer’s greatest wants with your most relevant credentials and accomplishments.
 
You should then proceed to describe anecdotes of how you have achieved success in similar
situations. Allow your interviewer to interrupt with more questions if he/she desires. Do
not offer an on-the-spot solution to the interviewer’s greatest needs and wants. The
purpose of your achievement anecdotes is to demonstrate how you think, how you approach
problems, and that you are an achiever who knows how to get results.

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2. Question What are your greatest strengths?
 
Possible Answer: Prior to the interview, you should have a list mentally prepared of your
greatest strengths and a specific example which illustrates each strength. Then once you’ve
uncovered your interviewers’ greatest wants and needs, you can choose those achievements
from you list that best match up.
 
3. Question: What are your greatest weaknesses?
 
Possible Answer: BEWARE – this is an eliminator question – disguise a strength as a
weakness.
 
Everybody has weaknesses. The key is that your weakness not be so glaring or so
important as to inhibit your ability to do the job in an outstanding maner. If you say you
have no weaknesses, you open yourself to credibility issues. So, be prepared to talk about
a weaknesses, but in the same discussion, relate why that weaknesses has never had an
impact on your work performance. You might also want to indicate what you have done
in the past to compensate for a certain weakness and perhaps even turned it into a
strength.
 
4. Question: Why are you leaving (or did you leave) this position?
 
Answer: Never badmouth your previous company , boss, employees, etc. State honestly
what you are hoping to find in a new spot. Make sure you have a reason for leaving each
job – more money, opportunity, responsibility, or growth.
 
5. Question: Why should I hire you?
 
Answer :This is a killer question because so many candidates are unprepared for it. If
you stammer or adlib, you’ve blown it.
 
Whether your interviewer asks the question explicitly or not, this is the most important
questions of the interview because he/she must answer the question favorably in his/her
own mind before you will be hired. SO HELP HIM/HER OUT! Since you already
know what his/her greatest needs are, this will give you a big leg up over the other
candidates because you will give him/her better reasons for hiring you than for hiring
anyone else – reasons that are tied directly to his/her own needs.
 
Walk through each of the position requirements as you understand them and follow each
with a reason why you meet that requirement so well.
 
Examples:
 
As I understand your needs, you are looking for someone to take over a portfolio that is
underperforming in the area of occupancy rates. This is an area in which I have excelled
over the past five years as a Regional Property Manager. I believe that my ability to

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develop Community Managers combined with my strong sense for effective marketing
programs will be effective in improving occupancy rates and NOI.
 
"You also need someone who can bring improvement in developing standard processes.
I have actually written procedure manuals in a previous position that was adopted by the
company. So helping you in this area would be second nature for me.
 
 
 
 
6. Question : Where do you see yourself in three years? In ten?
 
Answer: I am definitely interested in making a long-term commitment to my next
position. Judging on what you have told me about the position, it’s exactly what I’m
looking for and what I’m very well qualified to do. In terms of my future career path, I’m
confident that if I do my work with excellence, opportunities will inevitably open up for
me.
 
7. Question: Why do you want to work at our company?
 
Answer : This question tests whether you’ve done any homework about the company.
If you haven’t, you lose. If you have, you win big. This is your chance to hit a homerun.
Most companies have web sites where you can glean useful information. In the case of
REIT’s, you can review annual reports. Don’t forget your contacts who may know about
the company.
 
8. Question: What should you say to your boss if he’s crazy about an idea, but you think it
stinks?
 
Answer: I believe that when evaluating anything, its important to emphasize the
positive. What do I like about this idea? Then, if I have reservations, I certainly want to
point them out, as specifically, objectively, and factually as I can. After all, the most
important thing I owe my boss is honesty. If he/she can’t count on me for that, then
everything else I may do or say could be questionable in his/her eyes. But I also want to
express my thoughts in a constructive way. So my goal in this case would be to see if my
boss and I could make his idea even stronger and more appealing, so that it effectively
overcomes any initial reservation I or others may have about it. Of course, if he/she
overrules me and says, No, let’s do it my way, then I owe him/her my full and
enthusiastic support to make it work as best as it can.
 
9. Question : What would you do if a fellow employee wasn’t pulling his weight…and this
was hurting the company?
 
Answer: Good human relations would call for me to go directly to the person and
explain the situation, to try to enlist his/her help in a constructive, positive solution. If I
sensed resistance, I would be as persuasive as I know how to explain the benefits we can

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all gain by working together and the problems that we, the company, and our customers
will experience if we don’t.
 
10. Question: The hypothetical problem – How would you handle…
 
Answer: Don’t fall into the trap of trying to solve this problem on the spot. It will make
your decision-making process seem woefully inadequate.
 
Instead, describe the rational, methodical process you would follow in analyzing this
problem, whom you would consult with, generating possible solutions, choosing the best
course of action, and monitoring the results.
 
11. Question : The salary question – How much money do you want?
 
Answer: Never bring up salary. Let the interviewer do it first. If the interviewer brings
this subject up, don’t back away. In the old days we used to say to withhold any
discussion of salary until the negotiation, but today clients are simply wanting to know if
you are in the budget. So be honest—tell them your earnings from your current or most
recent position. Be honest because they will likely want to see a copy of your most recent
W-2 prior to an offer being made.
 
It is a good idea to stress your interest in opportunity and growth over salary concerns
early in the interview process.
 
12. Question: What was the toughest part of your last job?
 
Answer: State that there is (was) nothing in your existing (prior) position that you found
overly difficult, and let your answer go at that. If pressed to expand upon your answer,
you could describe the aspects of the position you enjoyed more than others, making sure
that you express maximum enjoyment for the tasks most important to the open position,
and you enjoyed least those tasks that are unimportant to the position at hand.
 
13. Question: Tell me something negative you’ve heard about our company.
 
Answer: This is a common fishing expedition to see what the industry is saying about
the company. But it is also a trap because, as an outsider, you never want to be the bearer
of unflattering news or gossip about the company. It can only hurt your chances and
sidetrack the interviewer from becoming sold on you.
 
Just remember the rule – never be negative – and you’ll handle this one just fine.

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QUESTIONS TO BRING
Keep the following guidelines in mind when asking interest questions.
 
 Keep the perception of being a recruited candidate.
 
 RELAX, this is a fact-finding mission for both you and the interviewer.
 
 DO NOT cross examine the interviewer
 
 Ask questions requiring an explanation. Questions which can be answered with a yes
or a no are conversation
stoppers.
 
 Ask job relevant questions. Focus on the job, company, products, services, people.
 
NOTE: DO NOT ASK QUESTIONS ABOUT SALARY, FRINGE BENEFITS, OR
VACATION.
 
The following are some interest questions you may want to ask.
 
Questions About the Company:
 
 Ask the interviewer how he/she got to be where he/she is today, and what he/she likes
most about the company.
 
 What are the biggest challenges facing your company?
 

 What areas of the company would you like to see improved?

 

 What are the company’s future plans and goals?

 

 Where do you see the major growth potential for this company during the next 2-5 years?
 
 What has led to your company’s success and how do you expect to maintain that?
 
 In my research, I read that (state information on industry, trends, company’s market
share, new products under development, etc….). How do you see that changing in
the next two years? (or briefly relate your skills or past experience on this topic).
 

 What is your philosophy and the company’s policy on training and development? How
are training dollars budgeted?
 
 Ask about the culture environment of the company.
 
 
 
 
 
 
 

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Questions  About  the  Position  

 How many people have held this position in the past several years? Where are these
people now? Were they promoted?

 Ask about long-range career opportunities.

 
 Ask about what you'd be expected to accomplish first in this position and what the
expected time frame is.
 
 Ask about the priorities and challenges that are seen for the position.
 
 Ask if there are projects in motion that you will inherit and ask about their history and
status.
 
 Inquire about performance evaluations and how they are conducted.
 

 Ask if the department has a Mission Statement or Vision Statement.

 

 Key Question: Ask if the interviewer has any questions about your qualifications. This
is your chance to clear up any misunderstandings and come to terms with any
reservations your interviewer may have.
 
ASK FOR THE JOB OR THE NEXT STEP! (the following are some options,
modify to use what works best for you)
 
 Based on our conversation, I know that I can be an asset to you and the company. Is
there anything else you need answered? **Listen to the answer…..if they say nothing,
inform the interviewer that you want this opportunity and ask them what the next step
is.**
 
 This has been an interesting interview. I like what I’ve heard today and I look forward
to moving to the next step. Before I leave, do you have any more questions about my
background or qualifications or can I supply you with any more information?
 
 Do you have any concerns about my ability to perform the job? If not, what is the next
step?
 
****The farewell should also include a smile, direct eye contact, and a firm
handshake.****
 
If you maintain a Questioning Awareness you will automatically ask the right questions,
giving yourself a considerable advantage when interviewing.
 
Show Determination! Employers value candidates with drive and commitment.
Those who show they are determined and don’t make mistakes in interviews
often land jobs over more qualified applicants. You might lack some of the
qualifications and still land the job because you impressed the interviewer by your
enthusiasm and flawless interviewing style. The opportunity could be yours.
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FOLLOW-UP
 
 
 
 Call your Search Consultant IMMEDIATELY following the interview to summarize the
interview. Nothing is more embarrassing than a very interested hiring authority who calls the
recruiter for feedback when no feedback can be given because the candidate forgot to call the
recruiter.
 
 Evaluate every job offer – never accept or reject on the spot
 
 Write a brief thank you or follow-up letter to the interviewer(s)
 
 You’ve enjoyed your meeting
 You can do the job
 You are interested in the job
 
 
 
REMEMBER: In essence, this is a fact-finding meeting. You are presenting what you can do.
The employer is presenting what his/her company can offer you.

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REASONS FOR REJECTION

 
 
 
There are many reasons people are rejected for positions or for going further
in the interviewing process, but the following represent the more common
reasons. Work to make sure you avoid these.
 
 
 
 
 Poor Attitude – Many candidates come across as arrogant. While employers can afford to
be self-centered, candidates cannot.
 
 Appearance – Many candidates do not consider their appearance to be as important as they
should. First impressions are made in the first three to five minutes. It is only human nature
for an employer to form an impression quickly. Do a checklist from your head to your toes.
 
 Lack of Research – It is obvious when candidates haven’t learned about the job, company,
or industry prior to the interview. Visit the local library or browse the internet to research
the company, then talk with friends, peers, and other professionals about the opportunity
before the interview.
 
 Not Having Any Questions – Asking questions shows your interest in the company.
Prepare a list of intelligent questions in advance.
 
 Not Readily Knowing Answers to the Interviewer’s Questions – Anticipate and
rehearse answers to tough questions about issues raised by your background, such as recent
termination or an employment gap. Practicing with your spouse or a friend before the
interview will prompt you to frame intelligent responses. You may also want to have your
responses videotaped so you can review your answers after you’ve finished role playing.
 
 Relying Too Much on Resumes – Employers hire people – not paper. Although a
resume can list qualifications, it is the interview dialogue that will portray you as a
committed, responsive team player.
 
 Too Much Humility – Conditioned not to brag, candidates are sometimes reluctant to
describe their accomplishments. Explaining how you reached difficult or impressive goals
helps employers to understand what you can do for them.

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PRE-EMPLOYMENT PHYSICAL EXAMINATIONS

 
 
The use of drug testing as part of a pre-employment physical examination is becoming more prevalent.
Drug testing will become a standard for getting a job. Some firms are testing for drug use as part of a
pre-employment physical without telling the applicant that he or she is being tested for drugs, Personnel
Journal reports.
 
Some over-the-counter products can produce positive drug-test results. Among them: Alka-Seltzer
Plus, Allerest, Bronkaid, Contact, Donnagel, Nyquil, Primatene, Promlamine capsules, Sinutab, Sudafed
and Triaminic.
 
You should be aware that poppy seeds in your food also can produce a positive drug-test result.
 
In the event that you take some medication prior to the physical, be sure to list all drugs taken prior to
the physical and advise the examiner.
 
 
 
 

ADDITIONAL COMMENTS:
Resignation tips
 
When you are ready to accept an offer, consult with your recruiter for tips on resignation.
He/she can provide you with ideas on how to conduct the resignation meeting as well as
provide examples of resignation letters. This can be an emotional time, so get all the
support that is available to you.
 
Alternatively, you can find tips on our website at www.tcgpm.com

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10 REASONS FOR NOT ACCEPTING A
COUNTEROFFER
1) You have now made your employer aware that you are unhappy. From this day on, your loyalty will
always be in question. When promotion time comes around, your employer will remember who is
loyal and who is not.
 
2) When times get tough, your employer will begin cutbacks with you.
 
3) Accepting a counteroffer is an insult to your intelligence and a blow to your personal pride – you were
bought.
 
4) Where is the money for the counteroffer coming from? All companies have wage and salary
guidelines which must be followed – is it just your next raise early?
 
5) Your company will immediately start looking for a new person at a cheaper price.
 
6) The same circumstances that now cause you to consider a change will repeat themselves in the future,
even if you accept a counteroffer.
 
7) Statistics show that if you accept a counteroffer, the probability of voluntarily leaving in six months or
being let go in one year is extremely high.
 
8) Once the word gets out, the relationship that you now enjoy with your coworkers will never be the
same. You will lose the personal satisfaction of peer group acceptance.
 
9) What type of company do you work for if you have to threaten to resign before they give you what
you are worth?
 
10) If you do consider being bought back, obtain the details of the offer in writing, as well as a one year no
cut contract from the employer. If they refuse, as two-thirds of counteroffering employers do, your
decision to leave is made.
 
For eye opening tips for counteroffers, you should google “counteroffers” When you are ready
to accept an offer, have your mind made up. If you really aren’t ready to take that next step, let
you recruiter know and he can handle the situation with the client.
 
The worst possible scenario for you, the recruiter, and the new company is when the candidate
changes their mind after they’ve indicated a strong desire to join the new company.

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